Sr. HR Manager

Safe-Guard Products International LLC•Atlanta, GA

11d•Hybrid

About The Position

We are seeking a dynamic and experienced Senior HR Manager to provide full-cycle HR leadership and support for our growing business. This role is ideal for a seasoned HR generalist with deep expertise across all HR functions—including employee relations, talent development, recruiting, training, compensation, and benefits. The Senior HR Manager will serve as a trusted advisor and strategic partner to the Senior Director of HR, driving both daily operations and long-term, enterprise-level initiatives that support organizational growth, leadership capability, and high-performing teams.

Requirements

Bachelor’s degree required; Master’s degree preferred.
SHRM-CP/SCP or HRCI certification strongly preferred.
10+ years of progressive HR generalist experience in a mid-size + corporate or matrixed environment.
Demonstrated expertise across multiple HR disciplines including employee relations, performance management, talent development, compensation, and compliance.
Strong experience managing complex investigations and employee relations matters.
Proven ability to partner with senior leadership to build people strategies aligned with business priorities.
Experience influencing, coaching, and supporting leaders at all levels.
Proficiency with HRIS and talent management systems (ADP Workforce Now preferred).
Strong command of Microsoft Office Suite—especially Excel and PowerPoint.
Experience building and interpreting compensation models and structures.
Strong organizational, critical thinking, and problem-solving skills.
Ability to manage multiple priorities in a fast-paced, evolving environment.
Confident communicator with exceptional written, verbal, and presentation skills.
Demonstrated ability to lead HR initiatives from design to execution.
Ability to understand business operations from a strategic and tactical perspective.
Creative, independent self-starter who excels in a fast-paced environment.
High level of integrity, discretion, and sound judgment.
Collaborative, agile, and proactive approach to challenges and opportunities.
Customer-service mindset aligned to organizational culture and values.
Ability to work independently while contributing to a high-performing HR team.
Willingness to travel up to 10% as needed.

Nice To Haves

Knowledge of Canadian employment law is a plus.
Experience in working in shared service organization

Responsibilities

Serve as a strategic business partner to the Senior Director of HR by aligning HR initiatives with business strategies, long-term goals, and organizational culture.
Develop, implement, and deliver leadership development programs and enterprise training initiatives.
Lead and resolve complex employee relations cases by conducting thorough, objective workplace investigations with urgency and precision.
Design and execute talent development programs (e.g., mentoring, train-the-trainer, Management 101, career pathways).
Lead scenario-based training for leaders to strengthen employee relations capability.
Build employee engagement plans, secure necessary approvals, and coordinate engagement activities.
Drive compensation processes to ensure market competitiveness and pay-for-performance alignment.
Ensure compliance with all federal, state, and local employment laws; review and update policies regularly to maintain regulatory alignment.
Champion and model organizational change initiatives; support HR Directors in planning and implementation.
Identify, communicate, and mitigate risks by providing solution-oriented recommendations and updates to HR leadership.
Partner closely with leaders on corrective action, performance management, coaching, and termination decisions while serving as an employee advocate when appropriate.
Provide guidance on policy interpretation, internal investigations, compliance, and employee relations matters.
Facilitate development sessions including Interviewing & Selection, Conflict Resolution, Positive Employee Relations, and Code of Conduct.
Partner in talent reviews and succession planning; cultivate internal talent pipelines and support promotional decisions.
Foster an inclusive, engaging workplace environment where employees feel empowered, valued, and equipped to thrive.
Prepare investigation summaries and recommendations that reflect sound judgment and prompt resolution.
Build and implement strategies to maintain a union-free environment. Provide training on labor laws, early warning signs, and positive employee relations.
Review, apply, and interpret federal, state, and local labor laws, with specific attention to nuanced regulations (e.g., CA, MA).
Support and/or lead cross-functional HR projects as assigned.